General Model Of Planned Change - 702 Words

1. What is the General Model of Planned Change? The general model of planned change was established by Kurt Lewis and it serves as a blueprint for organizations to follow during times of change. The general model of planned change consists of three simple steps. The first step in this process is unfreezing, during this phase the object is to reduce forces and maintain organizational behavior at its current level. The second phase is moving, which involves shifting the behavior within the company to a new level. Thirdly, refreezing is the last step in the process this stage is about the stabilization within the company at a new state of equilibrium. The general model of planned change consists of four different phases or activities. The four different stages are entering and contracting, diagnosing, planning and implementing, and evaluating and institutionalizing. All of the above activities are the different stages that a company undergoes to ensure that planned change happens in an effective manner. 2. Who created the General Model of Planned Change? There have been many theories pertaining to planned and unplanned change in the marketplace. However, one of the original models for planned changed was created by Kurt Lewin. Kurt Lewin was born on September 9, 1890, in Germany and he died in February 12, 1947. â€Å"German-born American social psychologist known for his field theory of behavior, which holds that human behavior is a function of an individual’sShow MoreRelatedGeneral Model Of Planned Change1125 Words   |  5 Pages1. What is the General Model of Planned Change? In the field of Organizational Development (OD) planned change has a process and there are several areas to consider. The General Model of Planned Change has four basic activities and a framework designed to follow: Entering and Contracting, Diagnosing, Planning and Implementing Change and Evaluating and Institutionalizing. Each activity depends on the other and serves as an integral part. As our reading shared, the events typically followRead MoreGeneral Model of Planned Change1863 Words   |  8 Pagescultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of PlannedRead MoreGeneral Motors Organisational Change920 Words   |  4 PagesGeneral Motors. Reviewing General Motors’ organisational change has taught me that organisational change is a vital factor in organisations. It is a progression, where organisations improve operational performance to achieve their ideal state. Organisational change is a product of an ever-changing business environment. Additionally, I have learnt that organisational change is a response to a crisis situation, or it is generated from a leader. Moreover, a mere process of adjustment does not resultRead MoreIncreasing Uncertainty Of The Business Environment : How Can Organizations Plan For Change?1499 Words   |  6 Pagesuncertainty in the business environment, how can organizations plan for change? (consider emergent and planned change) Over the past year, the rapid development of science and technology is quite incredible. The environment where the organization exist is changing all the time. As well as the business environment. The business environment where the organizations exist is becoming increasingly complex , competitive and unpredictable. Changes of the business organizations have to follow the steps of the businessRead MoreA Research On Change Management1698 Words   |  7 PagesIntroduction In the literature review an existing research on change management in healthcare to support identification prioty for affecting change in Canadian healthcares. The main aim was to support mien son Centre center for Business Research in health care change management for healthcare policy workshop that is being done through funding from Canadian Institute of health Research Planning Grant. The workshop main goal is the interaction between queen Faculty of health sciences andRead MoreThe Purpose Of Requirements Management1208 Words   |  5 Pagesand to identify inconsistencies between those requirements and the project s plans and work products. o Specific Goals: 1. Manage Requirements: Requirements are managed and inconsistencies with project plans and work products are identified. o General Goals: 1. Achieve Specific Goals: The process supports and enables achievement of the specific goals of the process area by transforming identifiable input work products to produce identifiable output work products. 2. Institutionalize a Managed Process:Read MoreHealth Belief Model1640 Words   |  7 Pagesadvantages and disadvantages of the Health Belief Model in explaining Health-related behaviour. Although the importance of preventive health cares, many people do not behave in a manner that will look after their own health. The Health Belief Model (HBM) is one relevant theory that claims to predict or control health behaviour .HBM was developed by researchers at US Public Health Service in 1974. Since the last comprehensive review in 1974, the Health Belief Model has continued to be the focus of considerableRead MoreCase Analysis of Sunflower Incorporated1704 Words   |  7 PagesAlbanese as Director of Pricing and Purchasing to implement the planned change throughout the organization. The Four-step General Model of Planned Change was not properly followed in the proposed changes in the organization although portions of it were used. Mr. Steelman, the President of Sunflower, did engage in entering and contracting when he hired Agnes Albanese as Director of Pricing and Purchasing to implement the planned change throughout the organization. Steelman felt that such standardizationRead MoreHow Technology Affects Consumers And Companies Together1209 Words   |  5 Pagesphone anymore. You have been drawn into planned obsolescence. But, what exactly is planned Obsolescence and how does it affect consumers and companies together. Planned obsolescence has been in use since the Great Depression, and since then the moral grounds of companies and the consistency of their products has been debated. Apple and other companies are growing and getting more and more efficient at using planned obsolescence to their advantage. Planned obsolescence is a business scheme of designingRead MoreEvaluation Of A And Incident Management Essay1231 Words   |  5 Pagestechnology change. Analysis of Documentation: Documentation analysis pointed out lack of coordination in forwarding updated documents to the implementation team. This called for a change in the existing Configuration management. Change Management Plan Various change models such as Lewin’s 3-step change model, Lewin’s Action research model, Dr. John Kotter 8-step process and positive model have been considered for the implementation of change. The one that is used for guiding the change is Lewin’s

Community Policing A Cooperative Effort Between The...

Community policing is a very difficult concept to define. Individuals who study or practice community policing find it difficult to find a single definition that they all can agree on. This form of policing is a philosophy or orientation that emphasizes working proactively with citizens to reduce fear, solve crime related problems, and prevent crime. (Miller, Hess, Orthmann, 2014 p. 4) Community policing is a cooperative effort between the police department and the community. Community policing will lead to increasing the trust and confidence from the community. Since the 1930s, the traditional approach to policing has emphasized the independence of police agencies from the communities they serve. In order to tackle problems of crime, disorder and fear within the community, community policing places an emphasis on community relations. In the 1960s, there were several concerns about the rise of crimes which led to the establishment of community policing since the civil rights movement exposed the weakness of the traditional policing. Community Policing was established in the 1970s to create an atmosphere where the crime rate decline and the community feels safe. Community policing uses partnerships and problem solving techniques amongst the police and the community. Community policing is similar to Sir Robert Peel principles (London Metropolitan Police). Sir Robert Peel stated, â€Å"The ability of the police to perform their duties is dependent upon public approvalShow MoreRelatedCommunity Policing As An Ideal751 Words   |  4 Pages Community policing as an ideal is seen as a collaborative effort between police officers and the community they serve. Ideally, the police officers develop relationships and rapport with community members so that they can foster a community focused safety and prevention system; where the police are aware of community needs and concerns as they arise so that they can address them and reduce negative impact on the community they serve. The development of community ties to the local police officersRead MorePolice Structure And Philosophy. A Traditional Police Department’S1484 Words   |  6 PagesPolice Structure and Philosophy A traditional police department’s structure was a top-down, hierarchal system which generated policies and programs from a centralized authority. They were also almost strictly reactive in that they went from call to call and handled each incident by priority. The built-in rigidity of this structure hampered adaptability which became glaringly obvious in the late 1960’s when cultural and societal influences required a certain amount of flexibility. Additionally, communitiesRead MoreCommunity Policing And The Police1755 Words   |  8 PagesCommunity policing can be dated back to the early nineteenth century. In 1829 Sir Robert Peel created the Metropolitan Police when he served as Home Secretary of England. According to Peel, the real key for policing is â€Å"the police are the people and the people are the police†. Peel believed that prevention of crime could be accomplished without intruding into the lives of the citizens. His first principle was that the â€Å"basic mission for which the police exist is to prevent crime and disorder†Read MoreChanges to Criminal Justice System1231 Words   |  5 Pagesabout the use of force, rights-based policing, community involvement, and crime prevention (Russell 2005). The Red Cross and Amnesty International, for instance, have endorsed a rights-based policing model. This idea tempers all police activity with the basic tenet of human rights and rights under the Constitution. Central to this argument is the nature of the relationship between the community and the Criminal Justice System. Local law enforcement bond with community members to implement the day-to-dayRead MoreCommunity Policing Models3115 Words   |  12 Pagesmultiple approaches to engaging a police force with the community in order to most effectively prevent and respond to crime, and considering the relative strengths and weakness of each of these strategic models will demonstrate how models can impact the operation of da ily policing practices and activities. The model under discussion here is called community oriented policing (COP), and focuses on building relationships and rapport between officers and the community in order to more effectively preventRead MoreEffectiveness of Community Policing2373 Words   |  10 Pagesof Community Policing American Military University CMRJ302 U.S. Law Enforcement Abstract This paper will discuss community policing and its effectiveness throughout the United States, to include the development of community policing; the essential components of community policing, how community policing principles and methods are used, and how prevalent community policing is through the United States. Community policing is an effective model that can reduce crime while allowing the police to formRead MoreShould Police Officers Be Use Racial Profiling?999 Words   |  4 PagesShould police officers be able to use racial profiling? While studying Criminology I have gained insight on different techniques used to determine which individuals commit the most crimes. There are three basic methods to measure criminal behavior. These include: Uniform Reporting of Crime, Self- Report and National Crime Victimization Survey. Uniform Reporting of Crime (URC) is a nationwide, cooperative statistical effort of more than 18,000 voluntarily individuals reporting data on crimes (â€Å"FederalRead MoreIndustrialization And Social Change During World War II3764 Words   |  16 Pagesfocuses in operation. Since the first public police organization was founded in 1844 to today with 90% of all American of municipalities with a population of 2,500 or more having their own police forces, the US policing complex has seen many changes (Eskridge 81). Urbanization and social change have greatly impacted policing. Starting in World War II the US populous has steadily shifted from rural to urban areas. In response to this change the pe rcentage of police officers employed in urban areas rose fromRead MoreUse Of Excessive Force By Police Essay2388 Words   |  10 Pages Use of excessive force by police Name Institutional affiliation Introduction This paper will discuss issues related to the use of excessive force by the police. In doing this the paper will look at the concepts such as the need for police officers to use force, the definition of excessive force and causes that contribute to the use of excessive force. The paper identifies inadequate training, adrenalin overload, accidental application and retribution as the major causesRead MoreThe Violence Of Police Brutality Essay982 Words   |  4 PagesOn August 9, 2014 in Ferguson, Missouri, an 18 year old boy named Michael Brown was fatally shot by police officer, Darren Wilson. The circumstances of the shooting resulted in protests and a vigorous debate between the relationship between law enforcement and civilians. Many people have been demanding body cameras for police in hopes of minimizing the number of incidences of police brutality around the U.S. The footage may support or implicate officers, like Wilson, whose actions are in question

Investigating Intercultural Communication Capstone

Question: Discuss about the Investigating Intercultural Communication Capstone. Answer: Introduction The behavior and the work process of the employees in an organization help the company to perform well in the external market (Shields et al. 2015). The employees should be happy and contend while working in the organization. The junior employees and the senior employees should work together so that no problem crops up and act as a barrier in the smooth functioning of the business. Any issue within the workplace should be resolved at the earliest so that it does not pose further threat to the company (O'Rourke 2016). Not only the junior employees but also the senior employees should keep a check on the issues so that the issues do not create bigger problem that will; not only harms the business but might also tarnish the reputation of the company. Issues can crop from various fronts like employee engagement, communication among the employees, recruitment process or leadership styles. One Stop is a retail chain that is operating in the market of Australia. It is a mid-level of organization with around 200 staffs working for the company. Recently, some issues related to the management of the employees have cropped up in One Stop. The report will look into vacuous issues that One Stop is facing currently. The report will then discuss the theories that could be applied in such situation to tackle the issues in the organization. Even though the theoeis may not be applied in the practical environment, yet it will provide a base for the solution in the organization. Based on the theories, certain strategies will be made in the organization. Finally, the strategies that could be implemented in the organization tackle the issues will be discussed. It is expected that the strategies will help One Stop to perform in a better manner by resolving the issues. Identification of the issue Different issues that have been identified in the One Stop are regarding the human resource management. In some instances, the employees are not happy with the organization and in some instances, the senior managers are at fault. Holding the junior employees accountable The first issue that has been found out in the marketing department. The marketing department is the face of the organization (Nahavandi 2016). They represent the organizations as well as bring business for the organizations (Goleman, Boyatzis and McKee 2013). As a result, the senior manager of that department should be able to handle the employees so that they are able to perform their business well (Fairhurst and Connaughton 2014). However, the manager of the marketing department does not perform, as he should do in the company. The main problem of the manager was that the individual held the junior employees responsible for any issue in the department. At times, the new recruits were held responsible for doing any mistake. It might happen that the senior manager is not meeting the clients. It is the job of the junior employees to meet the clients and carry out the promotional activities (Tourish 2014). If the junior employees were not performing well, it would have been the job of the senior manger to look after their work (Renz 2016). If the senior manager holds the junior employees responsible for not doing the job without giving him any training, then it would not only result in under development of the employees but also the business of the organization will also reduce (Chemers 2014). Lack of non-verbal communication Carrying out non-verbal communication in the organization is not into practice in the departmental level of One Stop. When the CEO of the company or the directors has to communicate, they use mails to talk about the problem or give information. The senior managers of every department get to know about the information or problems with the help of mails. Later, there are meetings that help the senior managers to communicate with the senior managers. However, the senior managers communicate with the junior employees verbally. Moreover, the junior employees also communicate verbally among themselves. There is no use of mail or texts among the senior employees and the junior employees. Even if the junior employee is communicating with the senor employees, they tell the problems verbally. They neither give any information non-verbally nor get any information. As a result, confusion has started occurring in the department. There is no record of any official information that has been transac ted among the employees. Due to the absence of any records, they are facing issues as none of the employees have remembered the context that they have talked about (Bonaccio et al. 2016). When in need of any record, there is nothing in hand that will show that the topic has been discussed among the employees. They could not find any official mail and hence, the issues started getting more complicated rather than being solved. Problem with motivation The best part of the company is that they keep the employees motivated by giving them proper monetary support. They were given benefits in a timely manner and the employees were happy they are paid for the extra job that they do for the organization. The organization mainly stressed on monetary motivation. The employees were being paid for every extra job they did for the company. If they used to work extra either than normal working hours, they used to get paid extra. However, the problem started with the management of the employees, as they became over-dependent on money, which is not normal. The employee eventually were not ready to do anything extra for the organization during the time of emergency, they expected that they would be paid for the work they are doing for the organization. Whenever they came to know that, they are not being paid for the work they did not get interested for that job. They felt that for every single work they do, the management will pay them. Hence, it could be seen that the only engagement that the employee had with the company is through money they do not have any emotional connection with the company nor they think about the well-being of the company and the only the only connection that had is the money that they are getting from the company. Problem with change Changes are being brought suddenly in the organization without notifying the employees properly. The organization implemented change whenever they saw a problem. When there is any change needed to be implemented in the organization, the employees do have any idea about the reason behind the change and the way it has been implemented by the organization made things worse. They came to know about the change only when the change has been implemented in the organization. As a result, they became resistant to changes and did not accept any kind of decision that has been implemented by the company. Analysis to solve the problem The marketing department has faced issues regarding the senior manager of the department. The senior manager held the junior employees accountable for any kind of issue in the department. Hence, there is huge need of training for the manager. The transformational leadership theory could be applied in this situation. The manager should be trained about transformational leadership and they it will help in the development of the organization. A transformational leader thinks about the development of the employees and guides them if they do any kind of mistake while doing their work (Nahavandi 2016). The transformational leader also helps in the growth of the organization by proper management of the employees (Goleman, Boyatzis and McKee 2013). Thus, the senior manager of the marketing department should understand the importance of transformational leadership and implement them so that it not only helps in the development of self and the employees, but the contribution of the transformat ional leader will be remembered by the organization. Solution to change the mode of communication among the employees The communication accommodation theory will be helpful for to make the employees understand the importance of non-verbal communication (Quintanilla and Wahl 2015). There is absence of non-verbal communication among the employees who are at the junior level. They depend on face-to-face communication among themselves. The communication accommodation theory suggests that the people who are communicating with each other should adjust the mode of communication among themselves (Perrin 2015). The senior employees are the ones who can train the employees at the junior level about the importance of non-verbal communication (Keyton et al. 2013). Even if they are communication face-to-face, if there is a need to communicate official information, it should be done over the mail (Jenifer and Raman 2015). Keeping a record of the verbal communication in a non-verbal way is always helpful for proper functioning in the organization (Skovholt, Grnning and Kankaanranta 2014). Solution to tackle the problem of motivation Two types of motivation could be used in an organization (Deci and Ryan 2014). Extrinsic motivation Intrinsic motivation Extrinsic motivation is based on materialistic things that the employees are getting from the organization (Chen et al. 2013). If they do something good, they receive something like money or some other things from the company. When on one hand, the employees perform well for the materialistic gains, on the other hand, the only relationship that the employees will have with the organization is based on money (Mustapha 2014). If there is any emergency, the employees might not be ready to help the company as they would not receive anything intern of their service (Vanthournout et al. 2014). Hence, there is a need of intrinsic motivation that should be embedded among the employees. Intrinsic motivation will help in developing a connection between the employee and the organization. The intrinsic motivation can be explained from Herzbergs theory of motivation (Guilln, Ferrero and Hoffman 2015). According to the theory, there are two types of motivational factors (Bernadette van Rijn, Yang and Sanders 2013). Motivator factors Hygiene factors The employees at One Stop enjoy ample of hygiene factors like benefits, incentives and timely salary. Hence, they should know how to connect to the organization. With the help of hygiene factors, the intrinsic motivation could be enhanced like giving the employees recognition other than just giving them money. It will help the organization to increase the intrinsic motivation and eventually, it will result in decrease in dependency in money. In addition to this, looking after the health and well-being of the employees will also make them feel that the company is thinking about them and eventually they will start thinking about the betterment of the company (Deci and Ryan 2014). Solution to handle the issues of change management To solve the issues that the organization is facing regarding change management, One Stop can make us of the Kotters Eight Steps of Change model. As the name suggest, the model consists of eight steps: Increase urgency Build the guiding team Get the right vision Communicate for buy-in Empower action Create short wins Do not let up Make it stick The main idea is in the initial step that could be suggested to the employer of the organization as far as the situation in One Stop is concerned. The main aim of any change should be the realization (Frankland et al. 2013). The employees should realize the need to change (Mitchell 2013). Urgency should be created among the employees (Lewis, Passmore and Cantore 2016). They should feel that the change would be for the enhancement of business, which will help in the development of the business. Once they understand the reason for the change, they will comply with the organization and will embrace the changes (Pugh 2016). In addition to this, the model suggests that the change should be systematic rather than sudden. The systematic process will help in making the employees believe that the change is happening for their betterment (Hornstein 2015). They will get accustomed to the change gradually and it will be easier for the organization to work in a smoother manner. Strategies to change the behavior of the senior manager As one stop has already faced issues with one manager, chances are high that they might face similar issues with other managers as well. However, once a new manager will be appointed from outside or somebody will be promoted to the senior position, the individual will be given training on the way they are expected to handle the employees. They will be under supervision for one mo nth and if they are unable to show the traits of a transformational leader, then they will be given training. They will be trained about the methods of transformational leadership. In addition to this, the person will be taught the positive side of transformational leadership. Once they will understand that training the employees and not by putting the blame will help them rise, they will eventually follow that path. Strategies to change the mode of communication among the employees The organization will make rule where every decision that are taken in the organization should be communicated with the help of mail or written materials. Any decision that will be taken in the higher department will be communicated to the junior most employee with the help of mail. Eventually, the junior employees will develop the habit of keeping a record of the decisions that have been taken in the organization with the help of mail. There will be lesser confusions in the organization as the information has been communicated among the employees verbally has been transacted non-verbally as well. Strategies to tackle the problem of motivation One Stop will start giving recognition to the employees rather than giving money for every extra job they have done. The organization will start giving titles like employee of the month or employee of the week, and then the employee will get motivated for the title. They will work hard not only for money but for the recognition that they are getting from the company. In addition to this, they can enhance teamwork by giving tile like best team of the month. The employees will understand the value of teamwork and they will think beyond money. On the other hand, the company could implement schemes like employee heath benefits. Working extra will help them get a free appointments at a doctor. The employees will get the feeling that rather than taking just money, the appointment at the doctor will help them stay fit. In addition to this, they will make arrangements for regular checkups of the employees and a gym where they can work out after work. Many employees cannot keep a check on the ir health due to the pressure of private sector jobs. Keeping a gym will help them to keep a check on their heath. As it has been said, the hygiene factors will make the employees feel connected with the organization. The employees will help the company at the time of emergency. Strategies to handle the issues of change management The changes were being introduced randomly and suddenly and that made the employees repel from the change. One Stop will tell about the change at least six months before the change will be implemented. The employees should be given a detailed plan about the change. They should be given a clear idea about the things that they will gain from the change. In addition to this, they should be explained the reason behind the change. Short-term wins will help the employees understand that the change is helping them. They will also understand there is some positive outcome coming from the change. Even after implementation of the change, there should be constant follow with the employees if they are able to perform in the changes environment. It will give an idea that the change is implemented for the good and the business will be enhanced after the change. Conclusion One Stop is mainly into retailing business and after going through the operations of the One Stop, it has been found that the company is suffering from four major management issues. Firstly, the manager of the marketing department is not able to manage the employees properly and blames the junior employees whenever there is an issue. Secondly, there is lack of non-verbal communication. They talk face-to-face but there are no transactions of mails. Thirdly, there is overflow of extrinsic motivation whereas intrinsic motivation is zero. The employees work for the company mainly because they are being paid they do not feel for the company. Finally, change is made randomly in the organization. The employees are not told about any changes and suddenly the change is implemented in the organization. Thus, the employees became repellant to the change. It has been concluded that transformational leadership style should be adhered by the senior manager of the marketing department. One Stop sho uld use communication accommodation theory so that the employees could adjust themselves to the types of communication as per need. They should follow Herzbergs theory of motivation and stress on hygienic factors that will make the employees feel connected with the company. They should Kotters change manage model to implement the change in the organization. The strategy that the organization could apply is to the managers is training about the transformational leadership style. The organization will make a rule that every decision should be communicated non-verbally that is with the help of mail among the employees along with telling them verbally. In this way, there will be important records about the decision and information. The company can give awards like employee of the month or employee of the week and loom after their health by giving health benefit schemes and setting up gym in office. Changes should be communicated to the employees six months before and implement gradually in the organization. In this way, they will get accustomed to the change and will embrace the change. References Bernadette van Rijn, M., Yang, H. and Sanders, K., 2013. Understanding employees' informal workplace learning: The joint influence of career motivation and self-construal.Career development international,18(6), pp.610-628. Bonaccio, S., OReilly, J., OSullivan, S.L. and Chiocchio, F., 2016. Nonverbal Behavior and Communication in the Workplace: A Review and an Agenda for Research.Journal of Management,42(5), pp.1044-1074. Cameron, E. and Green, M., 2015.Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Chemers, M., 2014.An integrative theory of leadership. Psychology Press. Chen, X., Ma, J., Jin, J. and Fosh, P., 2013. Information privacy, gender differences, and intrinsic motivation in the workplace.International Journal of Information Management,33(6), pp.917-926. Deci, E.L. and Ryan, R.M., 2014. The importance of universal psychological needs for understanding motivation in the workplace.The Oxford handbook of work engagement, motivation, and self-determination theory, pp.13-32. Fairhurst, G.T. and Connaughton, S.L., 2014. Leadership: A communicative perspective.Leadership,10(1), pp.7-35. Frankland, R., Mitchell, C.M., Ferguson, J.D., Sziklai, A.T., Verma, A.K., Popowski, J.E. and Sturgeon, D.H., Applications In Internet Time, Llc, 2013.Integrated change management unit. U.S. Patent 8,484,111. Goleman, D., Boyatzis, R. and McKee, A., 2013.Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press. Guilln, M., Ferrero, I. and Hoffman, W.M., 2015. The neglected ethical and spiritual motivations in the workplace.Journal of business ethics,128(4), pp.803-816. Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), pp.291-298. Jenifer, R.D. and Raman, G.P., 2015. Cross-cultural communication barriers in the workplace.Internafional Journal of Management,6(1), pp.348-351. Keyton, J., Caputo, J.M., Ford, E.A., Fu, R., Leibowitz, S.A., Liu, T., Polasik, S.S., Ghosh, P. and Wu, C., 2013. Investigating verbal workplace communication behaviors.The Journal of Business Communication (1973),50(2), pp.152-169. Lewis, S., Passmore, J. and Cantore, S., 2016.Appreciative inquiry for change management: Using AI to facilitate organizational development. Kogan Page Publishers. Mitchell, G., 2013. Selecting the best theory to implement planned change: Improving the workplace requires staff to be involved and innovations to be maintained. Gary Mitchell discusses the theories that can help achieve this.Nursing Management,20(1), pp.32-37. Mustapha, S.A., 2014.Motivation in the workplace: a study on the support group employees of the International Islamic University Malaysia(Doctoral dissertation, Universiti Teknologi MARA). Nahavandi, A., 2016.The Art and Science of Leadership -Global Edition. Pearson. O'Rourke, M., 2016. Employee management: Get the right start in hiring employees.Ag Decision Maker Newsletter,16(1), p.2. Perrin, D., 2015, August. Investigating intercultural communication in the workplace: applied linguistics as research on, for, and with practitioners. InJACET International Convention Selected Papers Volume 3(p. 26). Pugh, L., 2016.Change management in information services. Routledge. Quintanilla, K.M. and Wahl, S.T., 2015.Business and professional communication: keys for workplace excellence. Sage Publications. Renz, D.O., 2016.The Jossey-Bass handbook of nonprofit leadership and management. 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Significant Principles of Management Communication

Introduction The success of a business organization lies heavily on proper communication mechanisms within its structures. There are many publications and articles describing the effects of communication on businesses. In any trade, communication is an important ingredient for significant accomplishment.Advertising We will write a custom research paper sample on Significant Principles of Management Communication specifically for you for only $16.05 $11/page Learn More Even though the existence of specific communication norms contributes to the successful business operation, several communication aspects in business are attributed to failure at the organizational level. The research paper reviews some of the materials previously discussed in the course to discuss management communication. It examines the effective communication norms in a business set up, the role of interpersonal communication, barriers to communication, and strategies to overcome the ba rriers for conflict resolution in business among other issues related to communication. Effective Communication Norms Effective communication in a business setting is a positive contributor to the development and progress of an organization (Baack, 2012). Through training, employees acquire adequate and relevant business skills and knowledge, which are paramount for business advancement. Therefore, there should be adequate cycles to ensure that the knowledge flows easily among the different levels. According to Baack (2012), effective communication attracts knowledge to an organization. It is responsible for the dissemination of information to employees. The availability of information, as facilitated by effective communication, makes it easier for employees to come up with decisions that are beneficial to the organization. An effective communicator must have an underlying desire to communicate, which depends on several factors (Baack, 2012). The factors include, but not limited to, personal values of the communicator and the expectation that the recipients of the message will receive it in a meaningful manner (Baack, 2012). The communicator must also understand the learning processes of other individuals in terms of the differences in how some of the individuals are likely to perceive the information (Baack, 2012). According to Shortell (1991, p. 87), the differences in the recipients comprise â€Å"the abstract vs. concrete and the analytic vs. intuitive variations†.Advertising Looking for research paper on business communication? Let's see if we can help you! Get your first paper with 15% OFF Learn More The other component of effective communication in business is the ability of the sender of information to signal the recipient about the intended function of the message (Baack, 2012). It is vital for the recipient to identify whether the intention of the message is to provide information or inform decision-making (Baack, 2012). In choos ing the modes of communication, one should not only consider the content of the message and its significance but also its involvement and/or simplicity (Shortell, 1991). Since the interpretation of the information rests with the recipient, and hence a factor that possesses challenge to effective communication, simplicity and relevance are inevitable in realizing the objectives of a message. According to Baack (2012), the sender’s credibility also affects the reception of communicated messages. Worthy communication typically follows reliability. In addition, the timeframe of the communicated messages is very important, with shorter periods requiring extra precise cues (Shortell, 1991). Effective communication should involve the transmission of information among parties in an organization (Baack, 2012). However, a sender should transfer the information to the intended audience within the stipulated timeframe and in the most original form. Role of Interpersonal Communication Int erpersonal communication is a communication that exists between individuals or groups (Baack, 2012). However, in my view, it is simply the sharing of information between two individuals or a group of individuals. In management, interpersonal communication can take place between the different levels of executive or lower employee levels. In some cases, managers share information upwards with their superiors while at times they communicate to their juniors at the lower level. When interpersonal communication occurs between managers in a horizontal level, for example, between managers of the same bank in a given region, it serves to keep the peers informed of the organizational policies, procedures, or current practices (Spillan, Mino, Rowles, 2002). Moreover, managers communicate the organizational policies, changes, instructions, and recommendations to their subordinates (Baack, 2012). For instance, a professional interpersonal communication between managers and employees can be in a retail chain company where the manager calls an employee and informs him or her of any changes in price for some of the commodities. Besides, managers can ask for clarification on some of the transactions that the employees may have conducted. Consequently, interpersonal communication is significant in helping the management keep track of the organizational operations to guarantee efficiency.Advertising We will write a custom research paper sample on Significant Principles of Management Communication specifically for you for only $16.05 $11/page Learn More Vertical and horizontal interpersonal communication is useful to the employees (Baack, 2012). The interpersonal communication at the horizontal level occurs when employees communicate the methods of efficient production to their colleagues to ensure that they are efficient as a team. The employees can also congratulate or recommend their peers on their functions in the organization and help them imp rove in their job functions. For instance, a professional interpersonal communication can occur where the employee in a retail outlet tells his or her peers about changes in the organizational policy, thus requiring them to abide by the policy. At the vertical level, interpersonal communication serves to help employees acquire new skills, which are essential in improving productivity. Interpersonal communication also obliges the role of educating the staff of a particular company through the sharing of information related to the organization and the job process (Baack, 2012). Interpersonal communication allows managers better their decision-making in an organization, hence enabling them exercise their management skills to influence the organizational performance (Spillan, Mino, Rowles, 2002). Therefore, for any business to advance its performance and diversify its operations, good interpersonal communication is inexorable. Overcoming Barriers Both managers and employees have troubl es at some levels of communication in understanding, interpreting, and responding to messages. The barriers encountered in the process of communication result from the mode of passing information, human errors, and interpersonal differences. The barriers demand the application of ingenuity and apt decision-making among other methods to overcome them. According to Longest, Rakich, and Darr (2000), the barriers to communication are either environmental or interpersonal. The environmental barriers arise because of the ecological settings of an organization, hence constituting the organizational characteristics (Longest, Rakich, Darr, 2000). On the other hand, personal barriers arise from individual characteristics and the nature of interaction with other individuals (Longest, Rakich, Darr, 2000). Managers should apply personal techniques to overcome the barriers of communication. According to Longest, Rakich, and Darr (2000), managers should put more emphasis on listening than talkin g in the communication process. Providing more time to listen is important because it reduces environmental barriers (Baack, 2012).Advertising Looking for research paper on business communication? Let's see if we can help you! Get your first paper with 15% OFF Learn More Therefore, the sender and receiver of the communicated message should practice more listening and paying attention to the messages than speaking. In addition, reduction of the number of intermediaries minimizes distortion of the message, which is a significant barrier to communication (Longest, Rakich, Darr, 2000). Managers should also adopt the use of a philosophy that allows free flow of communication, a principle that benefits the management position (Baack, 2012). In management, a significant barrier is evident due to the status differences with the subordinates. According to Baack (2012), tailoring of symbols to accompany the wording of the messages greatly minimizes the barriers because it adequately reinforces the messages. Global Interpersonal Communication Globalization has changed every aspect of business, as businesses apply the concept of globalization to compete. This section explores the role of international and intercultural interpersonal communications in todayâ₠¬â„¢s global businesses. Global business as a reality today has revolutionized communication. The growth in telecommunication and e-commerce only means new concepts and opportunities for businesses (Baack, 2012). International interpersonal communication takes place between individuals or groups that are not within the same international or geographic borders. Interpersonal communication between people across geographical borders plays a special role in the current global business by enabling organizations harmonize their international and local operations. The global interpersonal communication enables the organization adopt a common plan. According to Longest, Rakich, and Darr (2000), global communication is an essential tool in communicating the policies of an organization to different employees in overseas branches. International interpersonal communication is facilitated by growth in the information technology sector. It has ensured that organizations are within reach of their clients. The global interpersonal communication has also been beneficial in the sharing of practices between regions, with companies outsourcing ideas from different parts of the world (Baack, 2012). Just like global interpersonal communication, intercultural interpersonal communication is useful to the global business in a number of ways. It allows the formulation of an organizational culture that favors the global business (Baack, 2012). Managers can learn from different cultures the best methods of management and compare their practices with those practiced elsewhere for optimum organizational success (Longest, Rakich, Darr, 2000). Moreover, intercultural interpersonal communication in today’s global business not only allows the sharing of ideas on the development of the best organizational culture but also helps managers learn and comprehend the factors affecting businesses elsewhere while minimizing such risks from their organizations (Baack, 2012). Intercultural interp ersonal communications also allows managers and other people who are involved in the communication acquire the different cultures in the global business and/or how well to market the organization to them (Longest, Rakich, Darr, 2000). Verbal and Nonverbal Management Communication Verbal communication uses spoken words to transfer information between and/or among individuals (Baack, 2012). The most important form of verbal communication is dialogue. Individuals use dialogue at the various levels of the organization to ensure efficiency. According to Edgley and Robinson (1991), for dialogue to be successful, people must observe certain fundamental principles. The participants should be motivated. Besides, the communicating group should have recognized procedures by which it should abide (Edgley, Robinson, 1991). A facilitator should also be available in the dialogue, but there must be confidentiality where needed (Baack, 2012). While the process needs to be free flowing and unrushed , the participants in the dialogue have to acquaint themselves and share meals in the office (Edgley, Robinson, 1991). Nonverbal management communication uses other means other than words to share information between individuals or groups (Baack, 2012). According to Nelson and Quick (2003), the four basic nonverbal communication forms are facial and eye behavior, proxemics, paralanguage, and kinesics. In the class of proxemics, an individual’s use of space or perception is an important nonverbal communication form (Edgley, Robinson, 1991). People sitting together constitute one of the nonverbal gestures in an organization and one of the proxemics. Body language or ‘kinesics’ is another important nonverbal communication form (Edgley, Robinson, 1991). In an organization, managers can easily detect nervousness in employees since it only manifests through drumming of fingers. Facial and eye behaviors are important nonverbal communication forms that occur when an e mployee frowns at the manager (Baack, 2012). The eye contact established also indicates the emotions between the communicating parties. According to (Baack, 2012), the quality, pitch, rate, and volume of speech in paralanguage are interpreted to provide important communication cues. The management and other people in organizations need to pay attention to these nonverbal communication forms to ensure that there are no impediments to communication. Written Management Communication Relevancy of information to the audience is a necessity for an effective written management communication (Edgley, Robinson, 1991). The implication is that the contents of the written management communication should not be alien to the target audience. The party that intends to communicate should not only use simple information for the audience but also adequate emphasis where needed (Baack, 2012). In addition, the use of imagery in written communication is inescapable as imagery is visually appealing to t he recipients of the messages. According to Baack (2012), written communication should obey rules such as polite wording, brief where possible, keeping the intended messages, and avoiding detours. Engaging the Audience during a Presentation When making a presentation, managers should use ways that engage their audience to the subject under discussion. One way of engaging the audience is making them perform an activity such as standing (Baack, 2012). The managers should request the audience to repeat some of the information shared as several studies proposed that people learn well through repetition (Baack, 2012). Alliteration is another important method of making the audience focused. In this case, the manager may use simple words beginning with the same letters or sounds (Baack, 2012). Moreover, first-hand experience is a potential method of making the audience more attentive. The person making the presentation should use personal experience to emphasize and give real life examples . Considering the fact that the audience needs to be more attentive and focused during all types of presentation, analogies and metaphors equally serve to entertain and motivate the audience during any presentation. According to Baack (2012), the measures encourage active listening where the audience participates in the presentation indirectly. Conflict Resolution There exist several conflicts in any organization due to miscommunication, personal differences, and stresses. If the conflicts are not resolved, the organization may not meet its set objectives. Therefore, managers should do conflict resolution at any level in an organization and in time. At the management level, one of the methods that are encouraged widely is communication between the parties in the conflict (Baack, 2012). The conflicting sides should be encouraged to have a conversation on any platform. This strategy is likely to see the parties come to a formidable solution. Mediation is another method of conflict res olution. In an organizational setting, the mediator is preferably a manager with experience in conflict resolution (Baack, 2012). The mediator discusses the problems between the warring parties to provide them with a solution that fits both sides. In cases where communication and mediation have failed to provide a solution to the conflicting sides, the last resort applies. The last resort is arbitration or the judicial process (Baack, 2012). In arbitration, the conflicting sides consult a third party. They leave the decision-making process to him or her. The decision reached by the third party is legally binding and analogous only to the private judicial system (Baack, 2012). Techniques for Leading Teams and Group Meetings The leadership of groups and team meetings are widely applied in organizations to ensure maximum output. A successful meeting should first be scheduled, with the agenda for the meeting being distributed to members before the actual date of the meeting (Baack, 2012 ). In addition, communication of the venue, time, and duration of the meeting should take place prior to the meeting, as leading a meeting is not only for that day (Baack, 2012). In the day of meeting, leaders should exercise punctuality. The leader should present the objectives for the particular meeting followed by a discussion of the agenda in an organized manner. The leader should allocate adequate time for each of the objectives and agenda in the meeting (Baack, 2012). During the meeting, the group members should be allowed to contribute in turns. None of them should be treated more special in relation to the other members (Baack, 2012). The meeting should recognize and respect the contribution of members and appreciations made for any contribution that they provide during the meeting. The meeting should allow members to participate by asking questions, questioning any decisions, or asking for clarifications (Baack, 2012). Furthermore, special rules should be the guiding princi ples of any successful meeting, for instance, a rule that protects a member from the interference of others during discussions (Baack, 2012). If the group leader respects all measures, the meeting will often be successful. Reference List Baack, D. (2012). Management Communication. San Diego, Calif.: Bridge point education, Inc. Edgley, G., Robinson, J. (1991). The Dialogue Process. Association Management, 43(10), 37–40. Longest, B., Rakich, S., Darr, K. (2000). Managing health services organizations. Baltimore: Health Professions Press, Inc. Nelson, L., Quick, C. (2003). Organizational behavior: Foundations, realities and challenges. Mason: South-Western. Shortell, M. (1991). Effective hospital-physician relationship. Ann Arbor, MI: Health Administration Press. Spillan, E., Mino, M., Rowles, S. (2002). Sharing Organizational Messages through Effective Lateral Communication. Communication Quarterly, 50(2), 1-24. This research paper on Significant Principles of Management Communication was written and submitted by user Ricardo Strickland to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. 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